In the early 1980s, aggression and violence in the workplace were the source of much public discussion. (Piquero pag.383) The problems have increased again recently and have been present above all in the management and economic sectors. Workplace aggression often includes “behavior by one or more individuals within or outside organizations that is intended to physically or psychologically harm one or more workers and occurs in a work setting.” (Schat& Kelloway Pg. 191) A national survey conducted by the National Centers for Victims of Crime shows that various statistics regarding workplace homicides by type show that it is the year in which (see fig. 1) they were committed violent crimes against victims who were working or performing a service (see fig. 2) and non-fatal workplace violence committed by strangers (see fig. 3 Hortwitz, McCall, and Horwitz (2006) examined workplace injuries using the request of Rhode Island workers' compensation from 1984 to 2002. When the cases were analyzed it was found that females were more likely to file compensation claims, it also showed that males suffered more from injuries that lasted longer long and had higher costs. The costs associated with these claims were over $7 million, with an average claim of $100. Additionally, there were 6 deaths in 2011 and there was a 21% increase in injuries fatalities at work among women. In the percentage of these workplace homicides, the perpetrators were relatives, most of whom were spouses or domestic partners. Of the 9% of male incidents that were homicides, only 2% were relatives of the victim. There are also cases of female employees killed during a robbery. Many times thieves have been the aggressors in the deaths of male workers. Between… middle of paper… work environment Supervisors play a vital role in prevention, perhaps the most logical improvement for workplace violence would be to meet with the employee in a one-on-one meeting. In this meeting the supervisor should:1. The supervisor should not begin the meeting by explaining to the employee the consequences of the behavior2. Let the employee know what they are meeting about3. Listen to the employee (the supervisor should not take notes during this period)4. The supervisor expresses his point of view5. Explain what will happen if the behavior is not changed6. Ask the employee how to resolve the problem so that it can escalate to the termination of the employment relationship.7. Establish written guidelines and have them signed by the employee. After these specific guidelines are in place, the supervisor should work with his or her boss or corporate office to ensure that the guidelines are